CONSI STENTLY EXCEEDS EXPECTATI ONS OF J OB REQUI REMENTS

An employee at this level consistently meets expectations for a specific responsibility as

defined under the Meets and Frequently Exceeds Job Requirements performance and
significantly exceeds expectations for goals/objectives and job performance factors. A
performance at this level is clearly unique and the employee has given extraordinary
effort or excelled due to effort, expertise, and sacrifice.

To be considered for a top rating, evidence of meeting any one or more of the
following criteria must be provided in addition to other criteria selected by the
supervisor and the staff member:

Consistently completes tasks in his/her job description in an outstanding way.
Consistently demonstrates levels of effort, quality of work under stress or tight
deadlines, initiative, innovation, advocacy, and leadership that goes significantly
beyond his/her job description.
Consistently demonstrates types or levels of skill and knowledge that surpass
his/her job description requirements relative to that responsibility or measure.


The following are additional examples of, but are not limited to criteria that can be
utilized. I t will be left up to the supervisor as they work with each employee in
determining the additional criteria to be used in measuring the individuals work
performance.

Consistently demonstrates a consistent willingness to accept extra work.
Consistently helps with annual college events, i.e. graduation, honors night,
wellness day, community chorus concerts, community theatre events and/or
departmental programs, i.e. nurses pinning and dental hygiene pinning
ceremonies.
Consistently proposes new services or improved ways of performing functions
within their departments.
Consistently receives accolades from internal and external customers or co-
workers for excellent work.
Completes a degree.
Consistently attends job related professional development activities that are
directly related to the job function and demonstrates how the PD activity is of
benefit to both the employee and the College.
Consistently shows the ability to communicate clearly and foster communication
by continuously engaging in the exchange of information and continuously
encourages this activity in supervised staff.
Is consistently viewed during the year as an exceptional performer and/or leader
by co-workers, customers, and supervisors.
In team assignments, consistently takes a leadership role to facilitate overall team
productivity and achieved outstanding results well beyond those expected.


MEETS AND FREQUENTLY EXCEEDS J OB REQUI REMENTS


An employee at this level consistently meets expectations for a specific responsibility as
defined under the Fully Meets Job Requirements performance and frequently exceeds
expectations for goals/objectives and job performance factors. A performance at this
level is clearly above average and the employee has given extraordinary effort or excelled
due to contributions that exceed the criteria for quality, quantity and timeliness of work
resulting is achievements beyond those expected for the position.

The following are examples of, but are not limited to criteria that can be utilized. I t will
be left up to the supervisor to determine the type of criteria to be used in measuring the
individuals work performance.

Demonstrates a willingness to accept extra work.
Proposes new services or improved ways of performing functions within their
departments.
Receives accolades from internal and external customers or co-workers for
excellent work.
Completes tasks outside his/her job description in an outstanding way.
Attends job related professional development activities that are directly related to
the job function and demonstrates how the PD activity is of benefit to both the
employee and the College
Shows the ability to communicate clearly and foster communication by engaging
in the exchange of information and encourages this activity in supervised staff.
Demonstrates levels of effort, quality of work under stress or tight deadlines,
initiative, innovation, advocacy, and leadership that go beyond his/her job
description.
Demonstrates types or levels of skill and knowledge that surpassed his/her job
description requirements relative to that responsibility or measure.
Is viewed during the year as an exceptional performer and/or leader by co-
workers, customers, and supervisors.
In team assignments, takes a leadership role to facilitate overall team productivity.














FULLY MEETS J OB REQUI REMENTS


An employee at this level consistently meets expectations for goals/objectives and job
performance factors. Performance at this level is fully satisfactory. May exceed
expectations in some areas and require improvement in others, but on balance, the
work meets expectations.

The following are examples of, but are not limited to criteria that can be utilized. I t will
be left up to the supervisor to determine the type of criteria to be used in measuring the
individuals work performance.

Meets all commitments to complete work by an agreed-upon date (and/or within
an agreed-upon budget) or brings his/her difficulties in honoring a commitment to
the supervisor in a timely way that allows for alternative plans to be developed.
Works hard, stays focused on tasks, produces a quantity and quality of work that
meets expectations.
Completes all responsibilities with a thoroughness and accuracy commensurate
with what would be expected of someone in his/her job grade and/or referenced in
his/her job description.
Demonstrates the degree of initiative called for by the job description.
Identifies existing problems, anticipates potential problems, and/or solves
problems to the extent called for by the job description and/or expected of
someone in his/her job grade.
Demonstrates an ability to learn from mistakes when mastering new skills or
knowledge.
In addition to doing things right does the right things -- that is, makes
appropriate judgments about the scope and nature of tasks he/she is to perform.
In team assignments, takes the initiative to facilitate overall team productivity.
Is a good listener; provides appropriate information to others, and assists others
with projects when asked.











SOME I MPROVEMENT NEEDED TO MEET J OB REQUI EMENTS


An employee at this level fails to meet some significant job expectations. Improvement
is required to fully meet the expectations of the position. While certain job duties are
performed capably, performance at this level requires additional monitoring, and will be
reviewed again in six months. If performance does not improve, disciplinary action (up
to and including termination) may be taken.

The following are examples of, but are not limited to criteria that can be utilized. I t will
be left up to the supervisor to determine the type of criteria to be used in measuring the
individuals work performance.


Requires ongoing supervisory monitoring, consultation, and modification to
implement goals and priorities in a timely and/or effective manner.
Misuses telephone and/or computer resources.
Wastes materials, damages equipment or property.
Is unwilling to respond to crises, obstacles, and/or changes in program direction.
Work is generally completed, however there are often inaccuracies requiring
correction.
Priorities as established by supervisor are not adhered to (time management).
Challenges authority of Supervisor.
Lacks initiative to complete tasks that may require urgent attention.
Abuses KCTCS Leave Policies.





















DOES NOT MEET J OB REQUI REMENTS


An employee at this level clearly and consistently fails to meet all or most significant
job expectations. The employee shows an unwillingness to improve. When
performance is at this level, disciplinary action (up to and including termination) will be
taken.

The following are examples of, but are not limited to criteria that can be utilized. I t will
be left up to the supervisor to determine the type of criteria to be used in measuring the
individuals work performance.

Insubordinate.
Negligent in carrying out responsibilities.
Regularly wastes materials, damages equipment or property.
Consistently absent, tardy, or sleeps on the job; knowingly fails to report an
absence.
Consistently unwilling to respond to crises, obstacles, and/or changes in program
direction.
Requires substantial supervisory monitoring, consultation, and modification to
implement goals and priorities in a timely and/or effective manner.
Regularly misuses telephone and/or computer resources.